Pre-employment screening
Know who you are hiring before the offer goes out.
A strong CV and a good interview are not the same as a verified candidate. VERIS confirms identity, credentials, employment history and integrity indicators, with the candidate's consent, scoped to the risk of the role.
Discuss your requirements- Identity
- Verified
- Education
- Confirmed with university
- Employment
- Date gap explained
- Court & media
- No records found
- Candidate consent
- Signed
Verified at the source, not taken on trust
Hiring the wrong person is one of the costliest risks an organisation carries. Pre-employment screening, also called employee background checks, goes beyond CVs and interviews: it verifies credentials, uncovers inconsistencies and identifies red flags before an offer is made.
As an employment screening company with teams in Jakarta and Singapore, we check directly with universities, employers, courts and registries across Indonesia, Singapore and the wider region, in the local language. Our screening team is led by practitioners with more than a decade in global screening organisations.
Every engagement draws on three categories, scoped to the seniority, sensitivity and jurisdiction of the role: identity checks, credential checks and integrity checks.
Sixteen years of screening, on the record
Source: VERIS screening case records, 2010–2026.
Screening levels, matched to the role
Screening should be proportionate to the risk of the role. Choose a level, or let us build a package around your own policy.
Standard screening
Identity, highest education and recent employment verified, with basic integrity checks.
Enhanced screening
Full employment history, professional licences, criminal and court records, sanctions and adverse media.
Executive screening
Enhanced screening plus reputational research, directorships and business interests, and discreet references. See executive background checks.
Overseas credentials
Checks extended to each country where the candidate studied or worked, typically the last five to seven years, reported country by country.
Re-screening
Periodic checks for new litigation, sanctions and adverse media for staff in sensitive roles, and after promotion into finance, procurement or IT.
Role-based packages
Built around role seniority, regulatory exposure, industry risk and your own screening policy.
When clients bring us in
- Volume hiring for banks, insurers and fintechs
- Senior and board-level appointments
- Roles with access to customer money or data
- Candidates who studied or worked overseas
- Outsourced and contract staff on your premises or systems
- Promotions into finance, procurement or IT
- Positions that need a licence or regulatory approval
- Rehiring former employees or contractors
What screening turns up
The degree that was really a short course
The candidate's CV listed a master's in international law from a well-known US university. With consent, VERIS contacted the registrar directly: the candidate had attended a short executive course, but was never awarded the degree. The client stopped negotiations.
Falsified qualifications
Degrees and transcripts the issuing university could not confirm, or that did not match its records.
Degree-mill certificates
Qualifications from institutions with no legitimate academic standing, presented as genuine degrees.
Inflated or invented roles
Inconsistent dates, titles or responsibilities, and terminations the candidate did not disclose.
The first case is from VERIS's own work, anonymised. The others are finding types from VERIS screening case records, 2010–2026. Read seven cases where credentials failed.
Every finding is sourced and dated, and anything we could not verify is shown as unverified, never left out.
Results appear in VERISChecks as green, amber or red, with the source behind each check, so HR can decide quickly and defend the decision later. Every report passes internal quality control before release. VERIS reports facts; the hiring decision stays with you.
Often part of a bigger picture
Clients who screen candidates with VERIS also use us to check the companies they work with, and to look into concerns about existing staff.
What clients ask before engaging
What does pre-employment screening include?
A role-calibrated combination of identity verification, credential verification (education, employment, licences) and integrity checks (criminal, litigation, sanctions, adverse media). Scope follows the role's risk profile, not a flat template.
How long does it take?
Standard scope typically takes 5–10 working days. Overseas credentials and executive screening can take longer, and progress is visible in real time in VERISChecks.
Is candidate consent required?
Always. Every VERIS screening engagement runs on the candidate's signed consent, in line with the PDPA in Singapore and the PDP Law in Indonesia.
Can you check candidates who studied or worked abroad?
Yes. We extend checks to each country where the credential was earned, typically covering the last five to seven years, and report country by country.
What do we receive at the end?
A report for each candidate showing every check as clear, discrepancy or unable to verify, with the source and date behind it, available in VERISChecks.
Can you re-screen existing employees?
Yes. Re-screening suits staff in sensitive or regulated roles, for example every one to three years, or when someone moves into finance, procurement or IT. It also runs on the employee's consent.
Ready to make safer hiring decisions?
Tell us about the role and the risk involved, and we'll scope a screening package that runs on the candidate's consent.
Discuss your requirements